360 Review Template

Use this free 360-degree Feedback Template to gather feedback from managers, peers, and direct reports in one consistent, role-aware survey. It includes rating scales, competency categories, and open-ended questions that help teams evaluate strengths, development areas, and day-to-day behaviors. Customize the template in SurveyMonkey to run a reliable 360 feedback process at any level.

A 360 review is a structured, role-aware performance evaluation that collects feedback from an employee’s manager, peers, and direct reports based on shared competencies and observable behaviors. 360 reviews help teams understand strengths, development needs, and behavior patterns that shape day-to-day work.

The 360-degree review process significantly enhances professional performance by providing a holistic, multi-perspective view of an employee's competencies, behaviors, and impact across the organization.

By systematically aggregating feedback from multiple sources, the review mitigates individual rater bias. This creates a more objective and comprehensive assessment of strengths and weaknesses.

This perspective is crucial for fostering increased self-awareness in the employee, which directly enables the creation of highly targeted professional development plans focused on specific, verifiable behavioral changes that drive measurable performance improvement.

This comprehensive 360 Review Template is structured to tell a cohesive performance story across any role by combining a standard rating scale with targeted questions.

This structure provides HR teams with highly reliable, context-specific data and prevents reviewers from having to guess which questions apply to their role.

The 360 Review Template is specifically designed so HR teams can focus entirely on people development, not procedural mechanics. Each step in the process builds efficiently toward a clear, objective evaluation supported by reliable data and actionable direction.

A meaningful 360 review requires diverse input. The ideal mix typically includes the person’s manager, 3–5 peers, and 2–4 direct reports. This balance of perspectives is critical for diluting outlier responses and ensuring a comprehensive view. Most HR teams aim for 6–10 total reviewers to maximize validity.

Align the template’s core categories with your organization’s specific needs. Map competencies directly to company values, departmental expectations, or level-specific responsibilities. Because the survey platform supports branching logic, each group of reviewers (Manager, Peer, Direct Report) will only see the competencies most relevant to their relationship with the individual.

Use automated email invitations, strategic reminders, and guaranteed anonymous response settings to maintain steady participation. Most teams establish a 2-week review window, providing reviewers ample time to provide thoughtful, specific examples rather than rushed, generic comments.

Use survey platform summaries to instantly highlight rating patterns and recurring themes. Comparing the employee's self-rating to the collective feedback reveals where perceptions align and where they critically diverge. These insights are essential for shaping a development plan grounded in real behaviors, not general impressions.

HR teams often apply two norms for fairness and reliability:

These practices help reviewers speak honestly while protecting individual identities.

Below is a condensed set of "must-ask" items covering the competencies most commonly assessed by high-performing teams. Each category includes a strategic blend of scaled questions for quantitative analysis and open-ended questions for rich qualitative feedback. Notes indicate where items are most applicable (Individual Contributor, Manager, Leader).

Once responses are collected, the next step is turning feedback into a development plan. Three practices help the results spark meaningful growth:

SurveyMonkey offers summaries, filters, text analysis, and export options that help HR teams interpret 360-degree feedback with confidence. These practices ensure the review becomes part of an ongoing growth cycle rather than a one-time exercise.

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